There’s been a rise in companies using pre-interview video assessments, with many providers touting AI-driven technologies being much better at sourcing the best talent from a wider pool of applicants.
From an employers point of view, pre-screen video can save time and money from the interview process by cutting down the amount of in-person interviews required but in reality, it’s de-personalising a process that should be very personal indeed.
For starters, it’s a terrible candidate experience, often resulting in potentially great people being alienated from the process and the company before any face-to-face interaction has actually taken place. It also is heavily weighted towards those people who are comfortable with being on camera and who have pre-timed answers ready to roll. Whilst any prepared candidate should be prepared, there’s a certain awkwardness that comes with saying these to a camera with no-one else present.
Culture fit is just as important as skills/experience fit and is often touted as a main contributor to high employee turnover. It’s very hard to judge that based off algorithms built into existing video pre-screening and whilst companies would still ideally meet candidates for final stage interviews after pre-screening, ruling candidates out based on a pre-screen video means potentially missing out on the perfect person who can help them grow and succeed.
Here at Referment we get referrals from industry professionals like you, who have worked with great people in their past or current company and who want to help them get a new job. Our clients know that the candidates we give them are referrals from our trusted network and to many, that provides a quality assurance factor upfront.
What are your thoughts on pre-screening with video? Have you ever had to complete a video interview before being offered the chance to come in and meet the hiring manager? Let us know!
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